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2 months ago | 
jdsupra.com | Matthew Berger |Fanny Ferdman
Key Takeaways When employees are on FMLA leave and are receiving compensation through a state or local paid family and medical leave program, employers cannot require employees to use their accrued paid time off and employees cannot unilaterally elect to do so. However, employers and employees can mutually agree that, if permitted by applicable law, the employee may use available accrued paid time off to supplement paid family and/or medical leave benefits during FMLA-qualifying leave.
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Dec 9, 2024 | 
jdsupra.com | Matthew Eaton |Fanny Ferdman |Justin Guilfoyle
Key Takeaways: As 2024 comes to a close, wage and hour issues abound. From year-end bonuses to new salary thresholds, employers who do not stop to consider the legal landscape could expose themselves to liability. Here, we cover some of the hottest year-end wage and hour topics that employers should review before the new year.
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Dec 4, 2024 | 
jdsupra.com | Matthew Berger |Fanny Ferdman
Soon after we hit “publish” on our blog post about New York’s paid prenatal leave law, the New York State Department of Labor (NYSDOL) posted the guidance we have all been waiting for. In a series of frequently asked questions (FAQs), the NYSDOL provides some clarity about the new leave requirement.
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Dec 3, 2024 | 
jdsupra.com | Matthew Berger |Fanny Ferdman
As discussed in our prior alert, New York’s amendment to New York Labor Law Section 196-b, providing employees with another opportunity for paid leave, goes into effect soon. Starting on January 1, 2025, New York employers must provide up to 20 hours of paid prenatal leave to eligible employees during any 52-week period. This new leave requirement is in addition to the State’s sick leave and paid family leave requirements.
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Apr 25, 2024 | 
jdsupra.com | Delores Chichi |Fanny Ferdman
Over the weekend, the New York State Legislature passed the state budget for fiscal year 2025. The budget contains expanded access to paid leave for pregnant employees, including up to 20 hours of leave per year for pregnant employees to use for prenatal medical care.
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Apr 25, 2024 | 
jdsupra.com | Fanny Ferdman
Key Takeaways Just yesterday, the U.S. DOL finally announced its long-awaited final rule amending the FLSA to increase the FLSA salary thresholds for overtime exemptions. The increases are significant and will take effect on July 1, with additional increases scheduled to take place on Jan. 1, 2025, and future updates planned every three years to reflect then-current earnings data.
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Apr 3, 2024 | 
jdsupra.com | Delores Chichi |Fanny Ferdman |Justin Guilfoyle
President Joe Biden has signed off on the most recent government funding bill, which allocates $13.4 billion to the United States Department of Labor (DOL), including $260 million earmarked for the DOL’s Wage and Hour Division. This indicates that while there is a divided Congress, we can still expect a continued increase in the DOL’s already robust Wage and Hour Division’s investigatory team.
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Apr 2, 2024 | 
lexology.com | Fanny Ferdman |Justin Guilfoyle |Delores Chichi
President Joe Biden has signed off on the most recent government funding bill, which allocates $13.4 billion to the United States Department of Labor (DOL), including $260 million earmarked for the DOL’s Wage and Hour Division. This indicates that while there is a divided Congress, we can still expect a continued increase in the DOL’s already robust Wage and Hour Division’s investigatory team.
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Dec 5, 2023 | 
jdsupra.com | Fanny Ferdman |Justin Guilfoyle |Matthew R. Morris
Key Takeaways Wage and hour claims in 2023 have continued to be one of the most expensive employment law risks. Next year will likely be no different, as increased interagency cooperation between the Department of Labor and Equal Employment Opportunity Commission will only increase the number of compliance actions for wage and hour claims.
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Oct 20, 2023 | 
jdsupra.com | Matthew Berger |Fanny Ferdman
Key Takeaways New York City has adopted amended rules, which just became effective this week and which codify the 2020 amendments to the New York City Earned Safe and Sick Time Act (ESSTA) and provide clarification and guidance in areas employers often have questions about, including employee eligibility, employer size, notice and documentation requirements, and accruals.
